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HRM Training Methods module1

The document discusses various training methods for improving employee skills, focusing on On-the-Job Training (OJT) techniques such as apprenticeship programs, job instruction training, planned progression, job rotation, and coaching. It highlights the advantages of OJT, including flexibility, cost-effectiveness, and high trainee motivation. Each method is described in detail, emphasizing the importance of structured guidance and development for employees in their roles.

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15 views3 pages

HRM Training Methods module1

The document discusses various training methods for improving employee skills, focusing on On-the-Job Training (OJT) techniques such as apprenticeship programs, job instruction training, planned progression, job rotation, and coaching. It highlights the advantages of OJT, including flexibility, cost-effectiveness, and high trainee motivation. Each method is described in detail, emphasizing the importance of structured guidance and development for employees in their roles.

Uploaded by

valechany9113
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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BBA-HRM_Unit 3_Training Methods _Module 1

Training Methods Module 1

Training method refers to a way or technique for improving knowledge and skills of an
employee for doing assigned jobs perfectly. The organization has to consider the nature
of the job, size of the organization & workers, types of workers and cost for selecting a
training method.

This is the most common method of training in which a trainee is placed on a specific
job and taught the skills and knowledge necessary to perform it. This type of training
also known as Job Instruction Training .

The advantages of OJT are as follows:


1. On the job method is a flexible method.
2. It is less expensive method.
3. The Trainee is highly motivated and encouraged to learn
4. Much arrangement for training is not required

Following are the On-the-Job methods.


 Apprenticeship programs.
 Job instruction training (JIT).
 Planned progression.
 Job rotation.
 Coaching.

Apprenticeship programs
People seeking to enter the skilled trades to become, for example, plumbers, electricians,
Ironworkers are often required to undergo apprenticeship training before they are
accepted to journeyman status. Typically this apprenticeship period is from two to five
years. During this period, the trainee is paid less than a qualified worker. These programs

Edited and Compiled by Dr Rasmeet Kaur Malhi


BBA-HRM_Unit 3_Training Methods _Module 1
put the trainee under the guidance of a master worker

Job instruction training (JIT)


JIT consists of four basic steps;
• preparing the trainees by telling them about the job and overcoming their
uncertainties;
• presenting the instruction, giving essential information in a clear manner;
• having the trainees try out the job to demonstrate their understanding; and
• placing the workers into the job, on their own, with a designated resource person,
who is ready to provide the required assistance.
Planned Progression
It is a technique that gives employees a clear idea of their path of development. They
know where they stand and where they are going. They must know the requirements for
advancement and the means of achieving it. This method utilize all these different
methods to provide employees with the training and development necessary to progress
through a series of jobs requiring higher and higher levels of knowledge and/ or skills.
Job Rotation
It involves periodically moving people from one job to another. The purpose of job
rotation is to broaden the knowledge of managers or potential managers. It also
increases their experiences. Trainees learn about the different enterprise functions by
rotating into different positions. This training method involves movement of trainee
from one job to another gain knowledge and experience from different job assignments.
This method helps the trainee understand the problems of other employees.
They may rotate through;
(1) Non-supervisory work,
(2) observation assignments,
(3) various managerial training positions, and
(4) middle-level assistant positions

Such movement prevents stagnation. Other reasons for rotating people include
compensating for a labor shortage, safety and preventing fatigue.
Coaching: On-the-job training is a never-ending process. Under this method, the
trainee is placed under a particular supervisor who functions as a coach in training and
provides feedback to the trainee. Sometimes the trainee may not get an opportunity to
express his ideas. A good example of on the job training is athletic coaching. To be
effective, which is the responsibility of every line manager, must be done in a climate of
confidence and trust between the superior and the trainees.
Edited and Compiled by Dr Rasmeet Kaur Malhi
BBA-HRM_Unit 3_Training Methods _Module 1

Patience and wisdom are required of superiors who must be able to delegate authority
and give recognition and praise for jobs well done. Effective coaching will develop the
strengths and potentials of subordinates and help them overcome their weakness.
Coaching requires time, but if done well, it will save time and money and will prevent
costly mistakes by subordinates; thus, in the long run, it will benefit all – superior, the
subordinates, and the enterprise

References
 C.B. Mamoria and V.S.P Rao, Personnel Management, Himalaya
Publications.
 Michael Vaz and Meeta Seta, Human Resource Management, Manan
Prakashan.

Edited and Compiled by Dr Rasmeet Kaur Malhi

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